CSE403 Software Engineering Autumn 2001 Performance Reviews

1. CSE403 Software EngineeringAutumn 2001Performance Reviews Gary Kimura Lecture #29 December 10, 2001

2. Today • All group paper work is due at the time of the group demonstration • All demos are in room Sieg during the regularly scheduled finals time. (Wednesday December 19th 8:30 AM). • We’ll decide on Wednesday the 12th which group goes first • Individual project evaluations are due Wednesday December 19th before 8:30 AM. A late report will result in a lower grade. A final grade will not be issued without this evaluation. • Performance Reviews • Time to discuss your group presentation

3. Group presentations • Meet first in Sieg 322, then we can move to a lab for your demonstration, and back again for the debriefing • Needed from each group during your presentation • Source code including all test code and infrastructure code • Any revised documentation and design documents • End user documentation and all relevant developer/group documentations • Anything else your group believes will positively influence your groups overall grade • The presentation itself • Plan for about 20 minutes to demonstrate your product • And then plan for a group discussion, led by Will and I

4. Individual requirements before I can give you a grade • Each student must submit an evaluation of the project to the instructors via email. • Due before Wednesday December 19th at 8:30 AM. • The evaluation has seven parts for you to fill out. • Identify your group and your role(s) within the group • What went right with the project? Why? • What went wrong with the project, or could have been done better? What specifically would have made it better? • What was your specific contribution to the project? What were you signed up to do and did you accomplish it? • What did you learn from the project? • Who were the stars in your group (or subgroup)? Why? • Any other information you wish to tell the instructors. • I advise everyone to start working on this now.

5. Accomplishments

6. Performance Reviews (guess the company it’s describing) • Typically two reviews a year (senior level employees get only one review a year) • Big review in July • Promotion • Raise • Bonus • Stock options • Mini review in January • Raise • Bonus

7. The Review Process • Employee fills out review form • Immediate manager fills out review form • Manager meets with employee to go over review • What the employee doesn’t see • Manager meets with other mangers to decide on performance rating, ladder, and $. • Rating and $ are based on various curves • Manager gets back approval for rating and $ from the Senior VP level

8. The Review Form • The form is mainly employee driven (i.e., the employee fills out a list of accomplishments, strengths, weaknesses, and goals while the manager essentially comments on the list) • Four parts • Performance review and planning • Competency and Career Development • General Comments • Overall Rating and Signatures

9. Part 1. Performance Review and Planning (Evaluate Performance Against Objectives) • List each performance objective in priority order • Beneath each performance objective summarize and rate results for this review period • Discuss specific reasons for the level of performance achieved on each objective, for example • Personal factors (e.g., level of effort demonstrated, level of knowledge or skill demonstrated) that helped or hindered performance • Situational factors (e.g., resources, people, events) that helped or hindered performance • Give constructive suggestions for how performance could be improved

10. Part 1. Performance Review and Planning (Identify Performance Plan for Next Review Period) • List 5-7 specific, measurable performance objectives in priority order for the next review period • Identify keys to success for achieving each objective, for example • Resources, tools, or other kinds of support • Training or development needs • Performance objectives should be mutually agreed upon by employee and manager • If you are a manager, objectives should cover your contribution to your group or organization, as well as you individual contribution • If you are a senior manager, include steps you are taking to understand and value diversity in your organization

11. Part 2. Competency and Career Development (Identify and Discuss Strengths and Weaknesses) • In this section, the employee should briefly evaluate his/her competencies: • Strengths or personal assets (e.g., attributes, skills, knowledge, experience) that can be leveraged for career development • Current weaknesses or personal liabilities (e.g., attributes, skill, knowledge, experience) that may limit career development • The Microsoft Competencies can be very helpful in identifying and articulating strengths and weaknesses

12. Part 2. Competency and Career Development (Identify Development Plan for Next Review Period) • Identify 1-2 development objectives for the next Review period – strengths to be leveraged, weaknesses to be addressed • Identify keys to success for achieving each objective, for example: • Resources, tools, or other kinds of support • Training or personal development needs • Information provided for each of the Microsoft Competencies can be helpful in developing objectives

13. Part 2. Competency and Career Development (Discuss Career Interests and Goals) • This section is for discussion only. Written comments are not required. • In the Review meeting, it is important to have a brief discussion of the employee’s longer-term interests, goals, and concerns. This discussion could cover a variety of issues such as: • Things that are motivating or de-motivating to the employee about his/her job and working at Microsoft • Perceived opportunities for learning, growth, and contribution • Jobs or assignments of interest to the employee • Support or assistance the manger can provide

14. Part 3. General Comments This part is really optional. As an employee you can use this part is either burn or build bridges. It’s all up to you • Employee Comments • Reviewer Comments

15. Part 4. Overall Rating and Signatures Ratings are from 1 to 5 with half step increments. 3.5 is about average. • 5.0 • 4.5 • 4.0 • 3.5 • 3.0 • 2.5 • 1.0-2.0